The Great Resignation: It’s everywhere. It’s affecting every industry, and has been for quite some time. As the workers around the world update priorities–like more money, free time, and flexibility, for instance–companies are having to adjust the benefits and perks they offer, as well as the kinds of employees they hire.
Employees now have a leg up when it comes to choosing the right company to meet not only their needs but their wants–and this is creating quite the stir for hiring managers who are left to battle for the best talent. CNBC reports that economists expect the war for talent to continue throughout 2022 as employers try to stymie turnover and attract new workers.
A recent report from The Conference Board and Emsi Burning Glass found the share of job postings mentioning a hiring bonus more than doubled between March 2020 and October 2021. Large companies with the resources to offer more pay, better benefits, and job stability have had a leg up in the hiring game, but do these increased benefits systems actually hold talent? Not anymore, according to the market.
The shift that has occurred in workers’ priorities calls for more than instituting casual Fridays. Some business leaders are suggesting that the whole structure of how we work needs to shift–going beyond just remote vs. in office, and changing to a more contract-based model, where employees hold the reins in regards to where they work, when they work, and what types of rates they will accept.
At Zen, we employ a mixture of 100% remote full-time employees and contractors from all over the US and internationally. This system works for us and has helped us not only stay in business but actually flourish during the Great Resignation. But we’re certainly keeping an eye on the hiring climate for innovative talent acquisition and staffing options. Here are a few interesting ideas that may help keep tech companies afloat during these challenging staffing shortages.
Move Beyond the USA
Hiring US citizens is an important focus of many American businesses, but as we run into staffing issues that jeopardize our ability to execute and serve our clients, it’s time to think outside the box. And sometimes, that means going beyond our borders.
Many companies balk at outside of the US because of the complicated tax issues tied to using international contractors, but one company, Revelo, is removing many of the hiring barriers that hiring out-of-country. They offer an online platform for US companies to source and hire high-quality full-time remote software developers in Latin America.They handle all of the candidate vetting and ensure that their Latinx developers are highly skilled, English-speaking, and time-zone aligned with their US clients. With services including managing payroll, candidate benefits, taxes, and local compliance, this company provides a turnkey solution for sourcing, hiring, and managing hard-to-find software developers quickly and easily.
Focus on Finding the Right Talent
Using a customer-centric approach helps both candidates and companies feel like less of a transaction and more comfortable in what can often be a grueling process when it comes to hiring and hunting for the right job. Stand-out candidates in an ever-changing, more competitive landscape–people with just the right mix of experience, training, skills, and leadership qualities to succeed in today’s dynamic environment–are the goal.
But how do you hire and even find those stand-out candidates? Encourage clients to push for remote candidates to broaden the talent pool, given how competitive the market is.
Staffing agencies like Curate Partners help companies take the guessing out of recruitment in IT. Through their customized services, they provide companies with candidates that drive meaningful impact to take businesses to that next desired level of success. Basically, they look for those stand-out candidates–or “purple squirrels,” as they like to call them.
Don’t Be Limited By Location, Even When Remote Isn’t An Option
It should come as no surprise that the nursing industry–and medicine as a whole–has been seriously affected by the Covid-19 pandemic. So many nurses have left medicine due to burnout, and the medical industry is looking to fill the gaps.
The solution? Travel nursing. This isn’t a new profession or idea; it became a prevalent gap-fill solution in the 1970s, but the industry has evolved with some, like Nurse First Travel Agency, using digital platforms to help nurses find their ideal locations–and their ideal pay. Travel nursing is often more lucrative than traditional nursing, and it provides flexible scheduling and the ability to experience new locations.
No matter which industry candidates choose to work in, businesses have to take the Great Resignation seriously. Workers–and their mental and physical health–should come first. And allowing employees to maintain their priorities makes them more passionate about the work they do–and drives meaningful impact for the company, a win-win for all involved.